Employee Relations
UP:12/11/2012-11:48:17 WM:12/11/2012-11:48:19 M:BE414-5-AU A:12a1 R:1102810 C:2412B3C20A137A45C1C1045F0B3995EAA87D0190
University of Essex
Employee Relations – BE 414
Name: Alexei Leon Student number: 1102810 Word count: 1512
The unitarist approach to management and organization suggests that trades unions are, in Kelly’s (1998; 2005) terms, ‘managers of discontent’. . Discuss
This essay will debate the unitarist perspective by comparing it with three other important
UP:12/11/2012-11:48:17 WM:12/11/2012-11:48:19 M:BE414-5-AU A:12a1 R:1102810 C:2412B3C20A137A45C1C1045F0B3995EAA87D0190
employee relations theories: pluralism, radicalism and Kelly`s approach. The argument will expose de differences between the hypothesis aforementioned. It will be argued the role of trade unions within an organisation, the source and types of conflict between the employees and the employers analyzed using different perspectives, and the importance of managers of discontent stated by important authors known for their contribution to the industrial relations theories. The necessity of trade unions is supported by the workers desire ``to promote their common interests in relation to employers, other groups of workers and the state`` (Leisink et al 1996, p.114). For example, the APL1 survey from 1992 highlighted that the members of trade unions point out that the main reason for joining a union is to be a member of an unemployment fund, and it is also an important reason to have one`s interests taken care of and simply because `you ought to be a member`. (Leisink et al 1996, p 114). Trade union membership has diminished since 1979, ``as effects arising from the restructuring of employment and high levels of unemployment decimated the manufacturing heartlands of British unionism``, therefore Special Review Body (SRB) was set up by Trades Union Congress (TUC) in 1987 to examine inter alia the prospects for union recruitment and suggest the means whereby the decline could
University of Essex
Employee Relations – BE 414
Name: Alexei Leon Student number: 1102810 Word count: 1512
The unitarist approach to management and organization suggests that trades unions are, in Kelly’s (1998; 2005) terms, ‘managers of discontent’. . Discuss
This essay will debate the unitarist perspective by comparing it with three other important
UP:12/11/2012-11:48:17 WM:12/11/2012-11:48:19 M:BE414-5-AU A:12a1 R:1102810 C:2412B3C20A137A45C1C1045F0B3995EAA87D0190
employee relations theories: pluralism, radicalism and Kelly`s approach. The argument will expose de differences between the hypothesis aforementioned. It will be argued the role of trade unions within an organisation, the source and types of conflict between the employees and the employers analyzed using different perspectives, and the importance of managers of discontent stated by important authors known for their contribution to the industrial relations theories. The necessity of trade unions is supported by the workers desire ``to promote their common interests in relation to employers, other groups of workers and the state`` (Leisink et al 1996, p.114). For example, the APL1 survey from 1992 highlighted that the members of trade unions point out that the main reason for joining a union is to be a member of an unemployment fund, and it is also an important reason to have one`s interests taken care of and simply because `you ought to be a member`. (Leisink et al 1996, p 114). Trade union membership has diminished since 1979, ``as effects arising from the restructuring of employment and high levels of unemployment decimated the manufacturing heartlands of British unionism``, therefore Special Review Body (SRB) was set up by Trades Union Congress (TUC) in 1987 to examine inter alia the prospects for union recruitment and suggest the means whereby the decline could
References: 1. D. Farnham and J. Pimlott, Understanding Industrial Relations (2nd Edn), Cassell, 1983, p.53. 2. M. W. Salamon, Industrial Relations, theory and practice, Prentice Hall International, 1987, p.26. 3. A.Fox, `Industrial relations: a social critique of pluralist ideology` in J. Child (Ed.), Man and Organization, Allen & Unwin, 1973, p. 188. 4. A. Fox `Industrial Sociology and Industrial Relations`, Royal Commission Research Paper No. 3, HMSO, 1966. 5. I. Maitland, `Disorder in the British workplace: the limits of consensus`, British Journal of Industrial Relations, Vol. XVIII, 1980, p.189. 6. D. Farnham and J. Pimlott, Understanding Industrial Relations (4th Edn), Cassell, 1990, p. 4. 7. M. W. Salamon, Industrial Relations, theory and practice, Prentice Hall International, 1987, p.28. 8. A. Fox `Industrial Sociology and Industrial Relations`, Royal Commission Research Paper No. 3, HMSO, 1966. 9. A. Kornhauser, R. Dubin and A. M. Ross (Eds.), Industrial Conflict, McGraw Hill, 1954, p.13. 10. H.A Clegg, `Pluralism in industrial relations`. British Journal of Industrial Relations, Vol. XIII, 1975, p. 24. 11. J. Kelly, Trade unions: Resurgence or Demise? Fernie. S, & Metcalt. D (eds), Routledge: London, 2005. 12. P. Leisink, J & Leemut & J. Vilrokx, The chalanges to Trade Unions in Europe, Eduard Elgar, Cheltenham, 1996. UP:12/11/2012-11:48:17 WM:12/11/2012-11:48:19 M:BE414-5-AU A:12a1 R:1102810 C:2412B3C20A137A45C1C1045F0B3995EAA87D0190